Resumen:

In this paper we examine the potential existence of a similar-to-me effect in terms of skills
between recruiters and applicants. Using evidence from entry exams to the Spanish Judiciary,
where applicants are randomly assigned across evaluation committees, weIn this paper we examine the potential existence of a similar-to-me effect in terms of skills
between recruiters and applicants. Using evidence from entry exams to the Spanish Judiciary,
where applicants are randomly assigned across evaluation committees, we find that committee
members tend to be more demanding at those stages where they are more knowledgeable. As
a result, applicants who excel in the same dimensions as recruiters are more likely to be hired[+][-]